With the continued downward spiral of the number of defined benefit plans, employers are becoming more concerned about workers having enough money to sustain their retirement. They are looking at guaranteed defined benefit-like investment options, mostly referred to as retirement income solutions, to help employees have more secured savings to tap throughout retirement.

Our company is helping to build a light-rail train line at an airport. A key objective: demonstrating on-time performance and service, even before trains are put into operation. We required our employees to clock in and out of work as a way of maintaining schedules, but the process generated complaints. Employees say we use it to snoop, and some managers have in fact used the clock time to discipline employees. How can we better manage the process and the communication?

Greg Smith's high-profile farewell may indeed offer inspiration to a generation of young financiers, becoming the article that's tacked to a bulletin board—or more likely a Facebook wall—as a daily reminder to do the right thing.

The case is significant because new federal rules that go into effect this summer will require 401(k) plan service providers—such as record keepers and investment managers—to report detailed fee information to plan sponsors.